Below are some example answers from the professor Test 1 2 Short Answer Essay Questions – 40% of test



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(Below are some example answers from the professor)

Test 1 - 2 Short Answer Essay Questions – 40% of test

Use the space below to answer the questions and use the back of the paper as needed. Answers should be concise, utilize proper spelling and grammar, and directly address the question.

  1. (25%) In the case study "The Team that Wasn't" (copy attached) Randy (the Sales Manager) was proving to be a difficult team member. Using the Group Performance Model elements included in Organizational Context, Group Structure and Group Process terms, identify: a) 3 components of the model that were not being successful with Randy and explain your reason (rationale) and b) identify what the team leader could do about it (suggested solution) and your rationale. The Group Performance Model is also attached for your reference.

1) Problem and Rationale:

Lack of Leadership by Eric of Randy – Randy has taken advantage of Eric’s poor leadership by inserting himself in as the informal leader and through his disruptive behaviors and actions .Eric has not shown to be a good team leader – he has not led the establishment of objectives, norms, or decision making processes. More importantly he has not stepped in to resolve conflicts as they occur, instead allowing them to fester and build. Eric is the formal leader, he was named as the team leader, and so has the responsibility to manage the group and its dynamics.

Suggested Solution and Rationale:



Eric, the team leader, needs to become a leader – he needs to go back and re-look at group dynamics and team performance models and identify what needs to be done to lead this team back on track. He specifically needs to establish the leadership role with Randy – he should have a special meeting with him to establish their roles and position on the team, encourage Randy to share his brilliant ideas, and ask how he (Eric) as the team leader can help Randy to meet his personal goals while helping the company be successful. By understanding Randy’s motivations and desires, he can create a good solution.

If Randy does not want to be part of the group, another alternative would be for Eric to have Randy work separately from the team as an individual, with Eric as the “integrator” of what Randy comes up with and what the rest of the team does. The team may be able to be reassembled once some ideas get created by the two groups and things get on a more positive note. Randy would be able to express his ideas and also see what good ideas the group came up with (hopefully proving that groups do work)..

2) Problem and Rationale:



Lack of Group Norms – there have been no strong group norms established by the group informally or formally. This leads to many disruptive behaviors and hurts the group’s performance. While there are no norms for anyone in the team and so several team members have trouble, Randy with his outlandish behaviors would benefit most with a set of norms and group re-enforcement of those norms.

Suggested Solution and Rationale:



Eric as the leader should meet with each member individually and discuss their perception of the team problems, behaviors and norms, and the need for team performance to save the company. He should get agreement from each that they will hold a meeting to specifically discuss how the team can better perform, agree that they need to establish group norms and agree on how we will proceed (and “re-start”). Then he could lead the team in establishing the group norms and reviewing them periodically to see if they are being adhered to or if they need to be changed.

3) Problem and Rationale:



Status – Randy has a perceived higher status in the group, both from his position as well as from his past successes . He is held in high regard by the President (Jack). Randy knows that he has this higher status and so acts with disregard for others opinions and emotions, and the team leader, Eric, also fears this higher status.

Suggested Solution and Rationale:



Eric, the team leader, can take several actions – he could get Jack involved by having him come to a meeting and have him both observe Randy’s behaviors and reinforce Eric’s status. Eric could encourage Jack to say that he brought Eric in especially because of his past expertise and experiences to help the company be more successful and is counting on Eric’s leadership along with the entire team’s creativeness to help make the company successful as it takes on the new competition. Eric could also establish that the team members are all equal in this room and that we need to draw on the best and brightest from everyone and build on each others ideas and feedback.

B) 15% A project team working on defining and implementing a very expensive new computer system has decided to perform the Temperament Types indicator survey on all of its members. Upon receiving the results, the individuals have discussed the results and determined that they do in fact follow the basic characteristics of their identified Temperament Types. They have learned that all of the team are either Artisans or Guardians (see attached descriptors). The new system is expected to last for the next 10-15 years.



Describe what concerns the team should have regarding it's lack of diversity in Temperament Types. What might the team miss without a larger diversity? Identify 3 major concerns and justify your answers.

Major Concern and justification #1



The first major concern is that the team will be too short term focused and will not identify or develop a system that will be flexible into the future to last 10-15 years. They will focus on “present time” and not explore what are probable changes in the near future, nor will they create a systems infrastructure that can be more easily adapted and changed. This concern is due to both of these temperament types being seen as “short term” focus.

Major Concern and justification #2


The second major concern is the lack of a clear vision and set of goals and objectives for the system that incorporates all of the users needs. Guardians need a knowledge of the goal and the steps to get there and Artesians are known to be risky and want the freedom to do things their way. These two combinations could be deadly as the Artisans establish “their vision” of what is needed and the Guardians follow that direction, without question since they also avoid conflict. As a result, the system features and functions may be what the Artesians decided is needed versus what the company actually needs.

Major Concern and Justification #3


The third major concern is that the team may not be a cohesive team, since the Artesians can be blunt and the Guardians tend to ignore interpersonal needs, they may never gel and develop a creative and powerful team that strives to solve problems and identify opportunities to make things better. A constructive dialoge may be difficult to have with these types of people and no one else to encourage team interaction such as an Idealist who enjoys the people orientation of groups.








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